The Crucible By John Proctor - 895 Words

John Proctor, a prominent individual in both the Salem Witch Trials and The Crucible, was tried and executed for witchcraft in 1692. When the witchcraft hysteria first began in Salem village in the winter of 1692, Proctor became an outspoken opponent of the trials and stated to many that the afflicted girls, who had been accusing many of the villagers of witchcraft, were frauds and liars (Brooks). There were many parallels between John Proctor and his character in The Crucible, including his vocal opposition towards the trials and his strong Puritan values that influenced his actions. As an involved member of the Salem community, Proctor was incredibly concerned with his reputation. Proctor s young slave Mary Warren began experiencing fits after the scandal broke out. She [Warren] testified that Proctor s spirit beat her and forced her to touch the Devil s book (Brooks). His involvement was interpreted by the community, as him performing witchcraft in attempts to possess the girls. Abigail Williams played a significant role in the Salem Witch Trials. Williams was the niece of Reverend Samuel Parris, and one of the first to be accused of witchcraft in Salem. Abigail s fictional character was somewhat accurately represented in the play. She was one of the most prominent accusers during the trials. Of the complaints filed, Abigail Williams made 41 of them (Lewis). She began experiencing fits at the same time as her cousin, Betty Parris. Although Abigail was 11 whenShow MoreRelatedThe Crucible By John Proctor968 Words   |  4 Pagescharacters in The crucible and show how Miller presents the motivations for their actions. Think about: Reputation- is this a motivating factor for any of the characters Power – Which characters are motivated by power Witchcraft – how are the accusations used? Who benefits? How? The individual and the society – how might the particular community situation in Salem be a motivating factor for some characters? 800 – 1250 words The theme of the crucible is a tragedy. In the crucible characters are motivatedRead MoreThe Crucible By John Proctor849 Words   |  4 Pages The Crucible Analysis: Is John Proctor a tragic hero based on Aristotle`s definition of a tragic hero An array of Aristotelian tragic heroes can be found throughout American literature. One of which includes John Proctor, main character farmer in mid-30s, from Arthur Miller s play, The Crucible. Yet, in order for him to obtain such a title he must possess specific characteristics. Five of which include possession of hubris, a flaw or decision leading to desire for revenge, a reversal of goodRead MoreThe Crucible By John Proctor1091 Words   |  5 PagesJohn Proctor, a character in Arthur Miller’s play, The Crucible, was hung for â€Å"witchcraft.† Owen Lattimore’s, a former editor for the Institute of Pacific Relations Journal, reputation was tarnished after falsely being accused by Joseph McCarthy of being the number one spy for the Soviets. David Kato, a Ugandan gay rights campaigner, was beaten to death on January 26, 2011. These are just three examples of how witch hunts ruined and ended lives. Throughout history, many people have been persecutedRead MoreThe Crucible By John Proctor1134 Words   |  5 PagesIn The Crucible, Abigail Williams, John Proctor, and Elizabeth Proctor are arguably the most important characters. The affair between Abigail and John drives the plot of the play. Abigail begins accusing societal outcasts as witches and gradually works her way up the social ladder until she is able to accuse an upstanding citizen like Elizabeth Proctor of being a witch and having people believe the accusation. She accused Elizabeth of being a witch so that Elizabeth would be hanged. Then, AbigailRead MoreJohn Proctor In The Crucible Essay783 Words   |  4 PagesIn â€Å"The Crucible,† a play by Arthur Miller about the Salem Witch Trials, we are shown the roles and fates of various characters, one of which is the farmer John Proctor. Throughout the play, John Proctor is shown to be an honest albeit hotheaded and stubborn man as he crusades to disprove the claims of witchcraft against his wife and other townsfolk. John Proctor best shows his honesty within â€Å"The Crucible† when he repeatedly admits to both his wife, Elizabeth Proctor, and the court about his relationsRead MoreExamples Of John Proctor In The Crucible712 Words   |  3 Pages The Crucible John Proctor shows himself to be a very powerful and charismatic person right. From the time he first appears in Arthur Miller’s play The Crucible, he is presented as an intelligent, sharp-tongued man with a strong independent mind. These traits would seem to make him a good person to question the motives of those who cry witchcraft. However, his guilt over his affair with Abigail makes his position problematic because he is guilty of the very hypocrisy that he despises in others.Read MoreExamples Of John Proctor In The Crucible985 Words   |  4 Pages John Proctor; Tragic Hero or Ordinary Joe Plays have been used as a method of storytelling and form of entertainment for hundreds of years. A tragedy is one type of play where the audience pities the characters and fear the same consequences that the characters face. In addition, tragedies often include a tragic hero who has a tragic flaw causing his or her downfall. One example of a play that is a tragedy and includes a tragic hero is the The Crucible. John Proctor in The Crucible is a true tragicRead MoreThe Role Of John Proctor In The Crucible1242 Words   |  5 PagesMiller Arthur’s play â€Å"The Crucible† takes place in Salem, the event of this play is about the witch trials. These witch trials had many different reactions and results, it influenced people in many different ways. The trials broke the whole village into different sides of their view of the trials, people get accused of being a witch or studying/practicing witchcraft and their trial could come with many different consequences. The trial would either lock up or hang those who are accusedRead MoreThe Importance Of Common Core Standards1114 Words   |  5 Pagessituation. In Arthur Miller’s The Crucible; the character of John Proctor is an honorable man despite having committed wrongful acts. He was able to redeem himself through acts that is considered courageous, such as when he refuses to contribute to the lie of witchcraft in Salem, when he fights for the people who were convicted of witchcraft and when he regrets being a dishonest man. John Proctor showed his good nature many times throughout the play. In the last act, John Proctor refused to confess to theRead MoreThe Importance Of Common Core Standards1114 Words   |  5 Pagessituation. In Arthur Miller’s The Crucible; the character of John Proctor is an honorable man despite having committed wrongful acts. He was able to redeem himself through acts that is considered courageous, such as when he refuses to contribute to the lie of witchcraft in Salem, when he fights for the people who were convicted of witchcraft and when he regrets being a dishonest man. John Proctor showed his good nature many times throughout the play. In the last act, John Proctor refused to confess to the

Taylor’s Scientific Management Principles Free Essays

â€Å"Maximum prosperity† means not only increase prosperity and productivity of employer or companies but the overall increase efficiency of the employees in form of higher wages, increase standard of living. Taylor’s stated that prosperity for the employer cannot exists for the long term unless it is accompanied with the prosperity of employees. This statement is very true because unless employees are not satisfied with their wages, working conditions etc. We will write a custom essay sample on Taylor’s Scientific Management Principles or any similar topic only for you Order Now cannot give their best to the organization. There are some of employers who believe in extracting largest amount of work from their employees at low wages indicates low profits in comparison to the employers who are more liberal towards their employees obtained more fruitful results because the employees do their work with full interest. It is completely true that company achieve its highest prosperity when he is making his largest daily output. Related essay: Scientific Management Theory and Inefficiencies in Healthcare For e.g. if a successful workman and employer in combination produces 2 pair of shoes in a minute while his competitor produces only 1 pair of shoes in exact time, it is very clear that the   previous workman will receive more wages than later because large profits earned by the   organization. Until both men and machine contribute their fullest capacity it is not possible to obtain highest productivity and to exist in competition around the organization and to achieve high prosperity. Therefore, we can say that there is direct relationship between high prosperity and high productivity. There has been great impact of philosophy of maximum productivity results in maximum productivity on American society. The concept develops the attitude towards work in the employees and the worker. They were became more determined towards their work as they clearly known that their result bring them handsome wages. Therefore, in early sixties America was on the peak with the wealth and money, the policy of productivity was the main factor. This concept helps to create a sense of responsibility attitude in the mind of employees because there work was directly related to work. This also result in removing dull times, unemployment or underemployment, poverty. This would insure higher wages and make shorter working hours and better working and home conditions possible. A scientific management deals with the development and coordination of the welfare of each and every individual in the organization. It has great impact even on development of management and workman by way of its principles. Taylor’s scientific ideas provided a catalyst for increasing the output of American factories beyond the promise and provided technological advancement. His principles also help in modifying the American education system by making better use of buildings and classrooms and by standardizing the work. It emphasis on evaluating teaching skills of teacher to determine whether the material used for teaching is appropriate or not and to standardize the system. The Taylor’s principle helps to generate the law of efficiency in the organization which results in higher wages for higher work than other fellow workers and directly lead to increase in productivity. It provides more flexibility in developing method of production and to apply more dynamic operations. Earlier workers in the organization were not treated as human being but with the emergence of Taylor’s principles the importance of workmen in the industry increases manifold. They are provided with high wages, regular bonus, promotions, and other non-monetary benefits. He stressed upon the careful selection of employees which match the needs and requirements of the task and also on their training. New departments appeared like personnel and quality control in the organization which results in increasing the efficiency of an organization. However instead of so much acceptability it faces certain criticism such as individual differences ignores the economic interests of workers and management and many more. REFERENCE Referred to sites:- 1.http://www.fordham.edu/halsall/mod/1911taylor.html Modern History Sourcebook: Frederick W. Taylor: The Principles of Scientific Management, 1911 People organizations theory models concepts@onepine 3. http://faculty.ncwc.edu/TOCONNOR/417/417lect03.htm THE SCIENTIFIC MANAGEMENT ERA Dated 6th 2007       How to cite Taylor’s Scientific Management Principles, Essay examples

Human Resource Management in Global Economy Deals †Free Samples

Question: Discuss about the Human Resource Management in Global Economy. Answer: Introduction Human resource management (HRM) in global economy deals with anticipating the future human resource needs, hiring human resources, nurturing the talents, retaining the talents, allocating overseas assignments and others. This study will analyze critical theories and concepts of organizational HRM in respect to four areas like culture, diversity management, international performance management and training and development. Moreover, the study will analyze these four areas with accordance with the case study of No Name Aircraft. The organization operates beyond Australia and it has subsidiaries in China, Singapore and Vietnam. The study will align the theories and concepts of organizational HRM with the four aspects (culture, diversity management, international performance management and training and development) of this organization. Organizational HRM, Diversity Management and Culture Organizational HRM and Culture Organizational culture is the system of shared value, assumption and belief, which govern the behaviour of the employees in an organizational setting. Every organization has different and unique organizational culture, which acts as the boundaries and guidelines for the behaviour of the organizational members. According to Hogan and Coote (2014), organizational culture incorporates the experience, expectation, value and philosophy, which holds the organization together and is reflected on its self-image, inner working, future expectations and interaction with outside world. Furthermore, OReilly III et al. (2014) opined that organization culture defines the way an organization treats its employees, customers and other stakeholders. A shared organizational culture facilitates in fostering unity within the employees from different backgrounds. As per Bschgens, Bausch and Balkin (2013), effective communication pattern in the organization culture is extremely important for the success of an organization. Moreover, there should be free flow of communication both horizontally and vertically among the organizational culture. Such shared communication pattern makes clear understanding of the organizational goals and objectives. Therefore, the employees of the organization can better concentrate on the success of the organizational goals and objectives towards getting high level of organizational success. However, while looking at the organizational culture of No Name Aircraft, it has been found that there is a communication breakdown among the integrated team, and across teams and management. It can actually hinder the success of the organization. According to Nica (2013), healthy organizational culture always look for opportunities to grow and always embrace changes for getting high level of success through innovation. Moreover, organizations can better gain competitive advantage over the competitor organizations through adapting unique features in their products. Therefore, adoption of changes and embracing innovation leads to high level of organizational success. However, while assessing the organizational culture of No Name Aircraft, it has been found that the staffs of the organization resist any attempt to make changes. Moreover, the Headquarter of the organization has failed to make a sense of urgency regarding the organizational changes among the employees of subsidiaries. In this way, the organizational culture can seem to be a hindrance for the organizational success and improve product quality. Denison, Nieminen and Kotrba (2014) pointed out that healthy organizational culture develops team and foster teamwork, which collaborates towards achieving organizational goals. In case of international business, there should be high level of collaboration across the teams for getting organizational success. In such team oriented organizational culture, employees and managers rapidly offer their assistance for each other in solving complex organizational problems. Therefore, collaboration across the teams develops efficient organizational success. However, in case of No Name Aircraft, there is a lack of integration across the teams. Moreover, the teams are more likely to work to the specifications for their areas only. In this way, the working relationships across the teams are suffering. The employees and managers from one team are not cooperating with the members of other teams. Therefore, there is a lack of shared knowledge across the teams, which is lowering the quality of the ai rcrafts. Apart from that, Lukas, Whitwell and Heide (2013) stated that supportive organizational culture develops prompt success of an organization. The employees can get adequate support from the manager towards better understanding the organizational goals and performing complex organizational task. However, the employees of No Name Aircraft are complaining that they are not getting adequate support from the managers towards getting organizational success. Therefore, it can be very difficult for the organization towards enhancing the quality of their products. Organizational HRM and Diversity Management Diversity management defines the strategies of utilizing best practice with proven results towards finding and creating diverse and inclusive workplace within organization. According to Olsen and Martins (2016), diversity management is the practice of supporting and addressing multiple lifestyles and personal characteristics of the employees from different cultural backgrounds. On the other hand, Sabharwal (2014) opined that diversity management includes educating the groups and providing enough support to the employees for the acceptance of or respect for different cultures, racial, economic, societal, geographical and political backgrounds. Janssens and Zanoni (2014) pointed out that employees from diverse culture can bring individual talent and experience, which foster unique ideas towards solving complex organizational problems. However, while assessing the diversity management of No Name Aircraft, it has been found that the organization has confined simple policy that every organizational member should be respectful race, age, ethnicity, gender, sexual orientation, physical abilities, religious beliefs and other philosophies. However, the organization has issues with embracing rich values for the employee from different backgrounds. Moreover, the Headquarter of the organization has high level of intolerance in working employees from different generations. The senior managers are intolerant in working with the apprentices. It is actually making the working relationship within the organization strained. Ashikali and Groeneveld (2015) pointed out that diversity management suggests the managers to provide equal opportunities to the employees from different cultural backgrounds and physical abilities. It can bring diverse collection of skills and experiences, which allow an organization towards providing services to the customers on global basis, which can even lead to high level of competitive advantage. In case of No Name Aircraft, it has been found that there is lack of recruitment of people with disabilities in China. The managers are actively ignoring and rejecting job applications of people with disabilities, even when their skills are above and beyond other candidates. In this way, the organization is breaching their ethical consideration through recruitment discrimination, which can even lead to legal action from rejected candidates with a disability. As per Kaiser et al. (2013), the human resource managers of an organization should develop clear set of organizational policies for helping the employees in understanding the each others culture within their workplace. Moreover, the interaction among the employees from different cultural backgrounds is highly dependent on perceptions of each other among the employees. On the other hand, Kulik (2014) opined that the organizational members should also be concerned about diversity training, which can foster high level of cultural understanding among the employees from diverse backgrounds. However, while looking at the diversity management of No Name Aircraft, it can be seen that the human resource managers of this organization has not set any specific practices for managing diversity in the organization. There is high level of discrimination among the employees from diverse backgrounds. The organization also has lack of appreciation for the diverse employees across the subsidiaries, whi ch prevent knowledge sharing and potentiality of creating competitive advantage over the rivals. International Performance Management, Training and Development International Performance Management International performance management defines the process, which allows an international organization towards assessing and evaluating the individual as well as overall corporate objectives as per the set organizational standards. On the other hand, Brouthers, Nakos and Dimitratos (2015) opined that performance management identifies the gaps between the standard performance and actual performance. Furthermore, performance management process identifies the developmental and training needs for the employees having poor performance. On the other hand, the process is also associated with motivating the high performing employees through attractive reward and recognition process. Gerschewski, Rose and Lindsay (2015) pointed out that international performance management needs regular assessment of the performance of the employees in all the subsidiaries across the globe. However, while assessing international performance management of No Name Aircraft, it has been found that performance review is only conducted in the Australian branch. No performance review is conducted at any of the subsidiaries. There is no formal performance management process for the expatriates in the international subsidiaries. Therefore, it is not possible to assess the actual performance level of the employees in the international subsidiaries. On the other hand, Maley and Moeller (2014) opined that due to the variations in the environmental influences among the subsidiaries, performance management of the employees cannot be measured through uniform performance management process. The performance of the employees in different international subsidiaries can be affected by different environmental factors like political factor, social factor and others. Therefore, there should be clear and different performance management criteria for assessing the performance of the employees in different international subsidiaries. However, the Headquarter of No Name Aircraft takes very ad hoc approach in performance appraisal process and they do not consider any economic factor, which can impact their business target. There is no different set of performance appraisal criteria for the employees of Singapore, China and Vietnam. Performance management can be effectively related to Goal Setting theory. Melnyk et al. (2014) goal setting theory set specific goals and objectives for employees, which leads to greater performance and better output. As per this theory, particular, clear and difficult goals are greater motivating factors than those of easy, vague and general goals. However, while assessing international performance No Name Aircraft, it can be seen that there is no specific set of goals and objectives for the subsidiaries of the organization. Moreover, the goals are not also challenging and realistic, which can give the employee a feeling of triumph. On the other hand, goal setting theory demonstrates of employee participation through high level of self-efficiency and goal commitment. However, the management of No Name Aircraft mostly uses centralized approach and the goals are not self-set by the employees. Therefore, the employees are not encouraged to meet the organizational goals effectively. Training and Development Considering the case of No Name, it is clear that the expatriates are not given adequate training so that they can work effectively in culturally diverse environment. According to the viewpoint of Kadiresan et al. (2015), behaviourism theory indicates directing and changing ones behaviour into one particular direction. This helps an employee to change attitude and perception when given new responsibility. However, Wilson (2014) argued that negative reinforcement through behaviourism theory often creates biased appraisal from the trainer that prevents a potential candidates promotion. Furthermore, Minbaeva et al. (2014) highlighted that praising an employee based on performance that has been set by the instructor or the trainer helps in employee career development. Eventually, the candidate is able to deal with new responsibilities and role that indicate succession planning. While comparing the theory with No Name, it can be said that HR Department never focused on talent management, career planning and internal recruitment. Such ignorance has led to poor quality service and unachieved corporate objectives. According to Donate, Pea and Sanchez de Pablo (2016), cognitive learning theory focuses on employee mental process improvement by educating, informing and motivating candidates. This theory does not involve physical performance evaluation but highlights ones internal strength, knowledge and capability. On the other hand, Kadiresan et al. (2015) argued that cognitivism learning theory does not deal with motivating employees; instead it deals with encouraging problem-solving skills and strategic thinking capabilities of employees. While considering No Name, it can be said that the management neither educates nor inculcates problem-solving skills among employees. The organization never focuses on internal recruitment and identifies internal workforce talent recognition. While considering the viewpoint of Maley and Moeller (2014), constructivism learning theory helps in employee performance management through active learning and development methods. Employees are given the opportunity to actively participate in new programs beyond their designated roles. On the other hand, Minbaeva et al. (2014) argued that through constructivism learning theory an organization is able to make their employees understand hidden talent, bring out experience and justify their personality in new activities. This creates a competitive culture of performance among employees and eventually candidates guide themselves to achieve new position. Such activities contribute largely in training and development accompanied by succession planning, career planning, career development and take over the role for fear of being side-lined in promotion. Gerschewski, Rose and Lindsay (2015) pointed out that connectivism learning theory establishes the communicative network for sharing knowledge among employees. Even through employees are given training, still while practically working in new geographically diverse nation, they need advice from past seniors. This is actualized through connectivism theory where expatriates are trained through virtual technology in multiple environments. Furthermore, Wilson (2014) highlighted that connectivism learning theory establishes diverse opinions for connectivity, resources and information. Stimulating topics are discussed and learned through social networking technology. No Name does not have any such training initiatives taken earlier, due to which employees are extremely dissatisfied and performance is never as desired. Conclusion While concluding the study, it can be said that organizational culture defines the values, beliefs, assumption and behavior of the employees in an organization. It is the way an organization treats with its employees, customers and other stakeholders. Effective communication in the organizational culture develops shared value among the employees. However, in No Name Aircraft, there is communication breakdown and lack of integration across the teams. Moreover, the management does not believe in shared value of their knowledge for enhanced organizational performance. Diversity management is the practices of supporting different lifestyle and personal characteristics of the employees from different cultural, racial, age group, economic, physical abilities and social backgrounds. Diversity management needs proper understanding and respect for the employees from different backgrounds. However, there is an issue in the diversity management of No Name Aircraft. Senior managers feel uncomfor table in working with junior managers. Furthermore, there are no specific performance criteria in No Name Aircraft for measuring the actual performance of the employees. Training and development of international human resource require proper training programs to the expatriates. However, there is lack of proper training and development program for the expatriates of No Name Aircraft. The employees are not also getting any scope of career development within their organization. Recommendation Communicative and Teamwork Working Culture No Name Aircraft should encourage flexible communication among the team members of international subsidiaries. It will foster shared value among the team members of the organization. Furthermore, the organization should also develop integrated teamwork for enhancing the team performance in the international subsidiaries. Diversity Management The senior managers of No Name Aircraft should understand the values and perspectives of junior managers. In this way, the organization will be able to apply the new and innovative talent of the new generation employees towards gaining high level of organizational success. Apart from that, the organization should also select the disable candidates, who are actually talented and contribute to organizational success. Specific Performance Management Criteria No Name Aircraft should conduct regular performance review for the employees in different international subsidiaries. In this way, the organization will be able to analyze the gaps in the performance level of the employees and provide adequate training for their further skill development. Frequent Training and Development Program The organization should organize frequent training session for the expatriates in its international subsidiaries. It will develop the skills and talents of these employees for handling organizational success. On the other hand, the organization should also provide better career development program towards motivating the employees for furthermore improved performance. References Ashikali, T. and Groeneveld, S., 2015. Diversity management in public organizations and its effect on employees affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture.Review of Public Personnel Administration,35(2), pp.146-168. Brouthers, K.D., Nakos, G. and Dimitratos, P., 2015. SME entrepreneurial orientation, international performance, and the moderating role of strategic alliances.Entrepreneurship Theory and Practice,39(5), pp.1161-1187. Bschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review.Journal of product innovation management,30(4), pp.763-781. Denison, D., Nieminen, L. and Kotrba, L., 2014. Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys.European Journal of Work and Organizational Psychology,23(1), pp.145-161. Donate, M.J., Pea, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social capital development: effects on innovation capabilities.The International Journal of Human Resource Management,27(9), pp.928-953. Gerschewski, S., Rose, E.L. and Lindsay, V.J., 2015. Understanding the drivers of international performance for born global firms: An integrated perspective.Journal of World Business,50(3), pp.558-575. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), pp.317-331. Kadiresan, V., Selamat, M.H., Selladurai, S., SPR, C.R. and Mohamed, R.K.M.H., 2015. Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention.Asian Social Science,11(24), p.162. Kaiser, C.R., Major, B., Jurcevic, I., Dover, T.L., Brady, L.M. and Shapiro, J.R., 2013. Presumed fair: ironic effects of organizational diversity structures.Journal of personality and social psychology,104(3), p.504. Kulik, C.T., 2014. Working below and above the line: The researchpractice gap in diversity management.Human Resource Management Journal,24(2), pp.129-144. Lukas, B.A., Whitwell, G.J. and Heide, J.B., 2013. Why do customers get more than they need? How organizational culture shapes product capability decisions.Journal of Marketing,77(1), pp.1-12. Maley, J.F. and Moeller, M., 2014. Global performance management systems: The role of trust as perceived by country managers.Journal of Business Research,67(1), pp.2803-2810. Melnyk, S.A., Bititci, U., Platts, K., Tobias, J. and Andersen, B., 2014. Is performance measurement and management fit for the future?. Management Accounting Research, 25(2), pp.173-186. Minbaeva, D., Pedersen, T., Bjrkman, I., Fey, C.F. and Park, H.J., 2014. MNC knowledge transfer, subsidiary absorptive capacity and HRM.Journal of International Business Studies,45(1), pp.38-51. Nica, E., 2013. Organizational culture in the public sector.Economics, Management and Financial Markets,8(2), p.179. OReilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance.Group Organization Management,39(6), pp.595-625. Olsen, J.E. and Martins, L.L., 2016. Racioethnicity, community makeup, and potential employees reactions to organizational diversity management approaches.Journal of Applied Psychology,101(5), p.657. Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), pp.197-217. Wilson, J.P., 2014. International human resource development: Learning, education and training for individuals and organisations.Development and Learning in Organizations,28(2).

Security Industry Research Paper Essay Example

Security Industry Research Paper Essay The scope for the security industry Is vast as there are a number of different types of security officer titles as well as sites. Sites that require security can range from an office building to a construction site. However, regardless of the site location all officers generally conduct patrols of their designated area either on foot, bicycle or vehicle to ensure personal are safe and the location is secure against fire, theft, vandalism or any other illegal activity (Paladin Security, 2013). If an emergency situation was to occur or an regularity was spotted during a patrol, the appropriate personnel would be contacted. Depending on the seventy of the Issue this could mean contacting anyone from a direct supervisor to the fire department, ambulance or police (Paladin Security, 2013). It is also important that officers enforce safety codes, regulations, and procedures (Paladin Security, 2013). Products Made The security officer industry can be broken down into two components. These components are professional security guards, and mobile officers. Security guards are permanently stationed at sites the inure time a client has requested a security recent. A security presence Is Ideal to deter criminal actively (Paladin security 2012). Mobile officers on the other hand, are not positioned at the site for the whole 10 or 12-hour shift. Mobile officers will visit multiple sites in a shift either randomly or at pre-designated times (Paladin Security, 2012). Regardless of which officer or guard is chosen, both produce the same level of security. Property is regularly checked and secured. We will write a custom essay sample on Security Industry Research Paper specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Security Industry Research Paper specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Security Industry Research Paper specifically for you FOR ONLY $16.38 $13.9/page Hire Writer These patrols reduce the chances of windows and doors being tampered with in addition to force entry (Paladin Security, 2012). When applicable, ours that need to be locked or unlocked at specific times are taken care of and critical gauges are monitored periodically (Paladin Security, 2012). All sites are produced with security personal that is able to formulate intelligent on-the-spot judgments and take quick and effective action when time is a main factor (Paladin Security, 2012). Both of these components produce security solutions for their clients, such as public protection and securing assets (Guard Inc, 2010). Employment In the United States there are 1 713 250 individuals employed in the security industry n some type of capacity as of 2009 (Waitress, 2012). This includes anything from guard patrols to the individuals who operate x-ray machines and medal detector equipment (Waitress, 2012). Between 2010 and 2020 the employment rate of security guards is expected to increase by 18. 8 percent (Waitress, 2012). This is much quicker than all the other occupations, which have an average growth rate of 14. 3-percent (Waitress, 2012). Injury Statistics The security industry is one of the most dangerous occupations. It is no wonder that in 2009 63 security guards suffered fatal work injuries, while roughly 8 920 fell victim o illnesses or nonfatal injuries at the workplace, that involved at least one day off from work (Workplace safety for security guards, 2012). Although the amount of officers that experienced illnesses or nonfatal work injuries seems quite high, it is nearly the same rate as all other occupations (Workplace safety for security guards, 2012). The rate of fatal injuries at the workplace on the other hand, was more than double of workers in general (Workplace safety for security guards, 2012). Both fatal and nonfatal injuries were commonly a result of assaults. However, some nonfatal injuries were often due to falls. These types of injuries can appear at any time during the day or night, but more often than not they take place in the evening and overnight (Workplace safety for security guards, 2012). Industry Processes Typical Processes There are many processes security firms go through to ensure that their employees and clients are safe. Some processes are typical, which means that every security company must follow them. An example of one of these typical processes would be the licensing process. Under the Security Services and Investigators Act, all persons hat want to become security officers must obtain an individual security license first (Government of Alberta, 2013). In order to receive this security license individuals must provide a clean criminal record check with the vulnerable sector checked, as well as complete the required 40 hours of Alberta Basic Security Training (ABS) and pass the exam with 80% or higher (Government of Alberta, 2013). The Solicitor Generals office must approve both the trainer for the course and the exam facilitator (Government of Alberta, 2013). Another example of a typical process would be standard safety training. Although the law does not require it, almost every security company provokes It once an employee passes tenet BASIS course teen generally go through the training process for first aid and CPRM classes as well as take a non-crisis intervention course before they can report to work (Paladin Security, 2012). These typical processes are put in place to ensure the safety of both officers and those they are protecting. Specific Processes Specific processes are any additional processes that are needed for companies to perform a certain duty. For instance the company that takes care of the security in capitals or the airport screening must put their employees through additional training so they are equipped with the tools to deal with different hazards that could present themselves. Healthcare security guards for example, go through 40 to 120 hours of extensive healthcare specific training on top of the many hours of basic training they are required to take (Paladin Security, 2013). Equipment Used There are many different types of equipment officers may carry on their persons at any given time. However, the form of equipment depends on what the company they re working for is licensed for, in addition to what their personal security license authorizes. Equipment can range to anything from a flashlight to a weapon. This is because there are many different positions in the security industry. Security guards that transfer large amounts of money are likely to carry weapons such as a gun or baton as well as a safety vest, those in the healthcare sector would likely carry handcuffs to restrain patients that are at high risk to cause harm to themselves and/ or others (Government of Alberta, 2006). Though there are some items that are aimed t particular sites there are some pieces of equipment that are common among all officers such as, flashlights for patrols, radios to communicate with managers and monitoring centers, and of course a first aid kit (Fuller, 2013). Industry Hazards Process Hazards and Related Occupational Injuries and Diseases The security industry has many hazards related to its processes and daily responsibilities. Most security processes are related to training, and although a majority of training takes place in a classroom setting there is some training that is hands on, such as handcuff training. With any training that is physical, there is a chance for injures to occur. Even with classroom training there can be injuries if workstations are not set up in a manor to minimize stress on the body(Victorian Government). When the employees do make it to their Job sites injuries can occur from violent assaults, having to stand for long periods of time and loud noises from construction sites or concerts(Victorian Government). There are also a large number of injuries caused by falls as a result to inadequate lighting or uneven ground, as mentioned earlier(Victorian Government). Industry Controls and Standards Applicable Legislation The Canadian Government has legislation in place called the Security Services and Investigators Act, which set an industry-wide standard across the province(Government of Alberta, 2011). This act spells out the process individuals need to follow in order to get their license. Whether it is a general security license or one for guard dog handling, every license process is listed(Government of Alberta, 2006). Along with licensing facts, there are also details on how employers are to deal with complaints against individual license holders in addition to business license holders(Government of Alberta, 2006). Specifics on the proper use of equipment, unlooses Ana ventricle markings are also outlined In ten act(ova ornament AT AY 2006). The Security Services and Investigators Regulation is an additional document, which describes how the law will be managed and enforced(Government of Alberta, 2011). As mentioned earlier, the Job description for individuals in the security industry can be quite varied, and so are the settings in which their skills and knowledge are applied. Issues may arise that result in guards performing duties that are rooted from legislations such as Gaming and Liquor Act and Regulation; Trespass o Premises Act; and Petty Trespass Act(Government of Alberta, 2011). These acts were developed not only to protect the security industry but the public as well. Codes of Practice and Control Programs Used in or Designed for this Industry The Criminal Code of Canada is a detailed document that indicates behaviors that are considered to be illegal or unlawful acts(Government of Alberta, 2011). The Criminal Code illustrates what can or cannot be done with respect to arresting persons, searching persons or property, and using force to control a situation(Government of Alberta, 2011). Furthermore, if the limit of these acts are ever exceeded the consequences of doing so are also outlined. In addition to the governments steps to protect, the security industry has policies and procedures in place for employees to follow for everyones safety. For example, a guard working at a one-man site has to radio their control center on an hourly basis, and mobile officers check in on the guard at their site regularly throughout their shift. Conclusion The security industry has many variables in terms of positions but even with that being said their main focus is always safety.

5 Online Courses on Advanced PowerPoint Training

5 Online Courses on Advanced PowerPoint Training 5 Online Courses on Advanced PowerPoint Training Advanced PowerPoint training is important for college students. However, finding the right course is equally essential because you actually need to learn some useful skills. Below you can find the list of 5 online courses that will help you to learn the ropes of the key advanced PowerPoint features: Microsoft PowerPoint Course by Virtual Training Company With this training, students can learn to create presentations, edit presentations and collaborate on them no matter where they are. Students can make their ideas really shine when they integrate various fonts and themes for their presentations, incorporate animations, and even in bed videos. PowerPoint provides students with multiple templates for different reports, portfolios and educational presentations that they have to make. Eye-Catching Presentations Using PowerPoint by Udemy With this course, students can look over different templates from other users and they can create new presentations from anywhere even if they dont have an Internet connection by way of using their phone, tablet, or computer. Students can work collectively at the same time on a single PowerPoint slide. PowerPoint 2016 (Office 365) by Learn IT Anytime This particular training is great for students who are more advanced in their PowerPoint familiarity. Students who are tasked with preparing a handful of slides which they will contribute to a larger group presentation can all work together on the same presentation document. They can collaborate in real-time, make edits, keep track of their edits and revisions, and communicate with other users while they are doing it. All of the changes which are made are sorted by date and by the person who made the different changes so any reviews versions of the same presentation can be viewed by every user. Beginner to Pro in PowerPoint by Udemy Students who need specialized training for a certain class, say, in finance or business, can learn all about the different charts and graph features available to presenting data. If one student is using PowerPoint for their contribution to the group project, it can be opened by other students, edited, and saved to the presentation. In addition to this, students can present their final work without a huge set up. PowerPoint is supported by almost any device in the classroom. Microsoft PowerPoint Course by Alison With this training, students will learn to use shortcuts, templates, and all of the inbuilt features of the program. Students and teachers can insert images and videos into the presentation which are relevant to the demonstration of their knowledge and subject, and all of this information can be published within a website. This extends far beyond the classroom and allows administrators and teachers alike to create presentations and then post them to a classroom or academic institution webpage that is created through the same Google applications. This information might be something applicable to the student body, to a department, or to a classroom individually. In the end, PowerPoint functions as a presentation application which allows students and teachers to show off the work that theyve completed in a very visually appealing manner. This way students, teachers, and administrators alike can create presentations and edit them as they prefer. They can edit existing presentations with friends, peers, or coworkers, and share an existing presentation with one another in an effortless fashion. Users can import PowerPoint files of any format and convert them to a presentation. All presentations can be downloaded as a presentation format using a PDF, PowerPoint, JPEG, or text file. Overall, you can always contact professional PowerPoint presentation writing services provided by our company.

Andrew Jackson Democracy

He did uphold the principles of the majority rule and not of the supremacy of the government. The bank and its branches received federal funding and they were to be used for public purpose by serving as a cushion for the ups and downs of the economy. Biddle, head of the bank, managed it effectively. But his arrogance led many, including Jackson, to believe that Biddle was abusing his power and was serving the interests of the wealthy. As a result, Jackson declared the bank to be unconstitutional even though it was previously said to be constitutional. In the election of 1832, Clay wanted to challenge Jackson on the issue by trying to persuade Congress to pass a bank re-charter-bill. Jackson vetoed it, saying that it was a private monopoly and that it favored the wealthy, and in turn led to the backfire of Clay’s plan. The majority of the voters agreed on his attack on the â€Å"hydra of corruption. † And as a result of this issue, Jackson got the majority of the votes and won the election. In his second term Jackson killed the national bank by vetoing its re-charter and by removing all of its money. In his veto message Jackson said â€Å"But when the laws undertake to add to these natural and just advantages artificial distinctions, to grant titles, gratuities, and exclusive privileges to make the rich richer and the potent more powerful, the humble members of society who have neither the time nor the means of securing like favors to themselves, have a right to complain of the injustices of their government†. He then took the money and put it into so called â€Å"pet banks† that were located throughout various state banks. He did this because he did not uphold to the ideas of the federal supremacy. Jackson is usually for state’s rights, but not if it leads towards disunion. That is exactly what happened in the issue of nullification. Around 1828 the legislation of South Carolina declared that the Tariff of Abominations, which was and increased tariff, was unconstitutional. According to Calhoun, Jackson’s vice-president, and his nullification theory, each state had the right to decide whether or not to obey it or to declare it void. Daniel Webster, of Mass. , debated against Hayne and attacked the idea that any state could leave the Union. Jackson believed that the Union should be preserved. South Carolina held a convention to nullify both the tariff of 1828 and the newly formed tariff of 1832. The convention determined that the collection of tariffs within a state is against the constitution. Jackson didn’t like this, so he forced military action by persuading the Congress the pass a so-called Force bill to give him authority to use military action in South Carolina. But the troops did not go. Jackson decided to open up for compromise and to lower the tariff. Jackson did not uphold to the principle of majority to rule in this case because it only dealt with one state, but he did for the supremacy of the federal government. In the case of the removal of the Native Americans, the statement is valid. Jackson’s view on democracy did not extend to the Native Americans. Like the majority he did sympathize with the land-hungry citizens who desperately wanted to take over lands held by the Indians. Jackson thought that the reasonable answer was to require the Native Americans to leave their homeland and head towards west of the Mississippi. He signed the Indian Removal Act in 1830, which forced a resettlement of many thousand Native Americans. In 1831 the Cherokees challenged Georgia in the courts, but the Supreme Court ruled in this case (Cherokee Nation vs. Georgia) that the Cherokee’s where not a foreign nation and couldn’t sue in a federal court. In a second case, Worcester vs. Georgia (1832), the Supreme Court ruled that the laws of Georgia had no force within the boundaries of the Cherokee territory. In a dispute between state’s rights and federal courts, Jackson sided with the states. He said, â€Å"John Marshall has made his decision, now let him enforce it. † In a statement by Edward Everett, he said, â€Å"The Indians, as was natural, looked to the United States for protection. They came first to the President, deeming, and rightly, that it was his duty to afford them this protection. They knew he had but one constitutional duty to perform toward the treaties and laws – the duty of executing them. He informed them that he had no power, in his view of the rights of the States; prevent their extending their laws over the Indians. This shows that he upheld the principle of the federal supremacy because he abided. Many presidents that have served in the U. S. have had criticisms against them because of the actions they have performed, Jackson being one of them. The validity of the criticism against Jackson varies with the issues regarding the re-charter of the bank, the nullification crisis and the removal of the Native Americans. His presidency chan ged the way that we look at presidents today. Andrew Jackson Democracy He did uphold the principles of the majority rule and not of the supremacy of the government. The bank and its branches received federal funding and they were to be used for public purpose by serving as a cushion for the ups and downs of the economy. Biddle, head of the bank, managed it effectively. But his arrogance led many, including Jackson, to believe that Biddle was abusing his power and was serving the interests of the wealthy. As a result, Jackson declared the bank to be unconstitutional even though it was previously said to be constitutional. In the election of 1832, Clay wanted to challenge Jackson on the issue by trying to persuade Congress to pass a bank re-charter-bill. Jackson vetoed it, saying that it was a private monopoly and that it favored the wealthy, and in turn led to the backfire of Clay’s plan. The majority of the voters agreed on his attack on the â€Å"hydra of corruption. † And as a result of this issue, Jackson got the majority of the votes and won the election. In his second term Jackson killed the national bank by vetoing its re-charter and by removing all of its money. In his veto message Jackson said â€Å"But when the laws undertake to add to these natural and just advantages artificial distinctions, to grant titles, gratuities, and exclusive privileges to make the rich richer and the potent more powerful, the humble members of society who have neither the time nor the means of securing like favors to themselves, have a right to complain of the injustices of their government†. He then took the money and put it into so called â€Å"pet banks† that were located throughout various state banks. He did this because he did not uphold to the ideas of the federal supremacy. Jackson is usually for state’s rights, but not if it leads towards disunion. That is exactly what happened in the issue of nullification. Around 1828 the legislation of South Carolina declared that the Tariff of Abominations, which was and increased tariff, was unconstitutional. According to Calhoun, Jackson’s vice-president, and his nullification theory, each state had the right to decide whether or not to obey it or to declare it void. Daniel Webster, of Mass. , debated against Hayne and attacked the idea that any state could leave the Union. Jackson believed that the Union should be preserved. South Carolina held a convention to nullify both the tariff of 1828 and the newly formed tariff of 1832. The convention determined that the collection of tariffs within a state is against the constitution. Jackson didn’t like this, so he forced military action by persuading the Congress the pass a so-called Force bill to give him authority to use military action in South Carolina. But the troops did not go. Jackson decided to open up for compromise and to lower the tariff. Jackson did not uphold to the principle of majority to rule in this case because it only dealt with one state, but he did for the supremacy of the federal government. In the case of the removal of the Native Americans, the statement is valid. Jackson’s view on democracy did not extend to the Native Americans. Like the majority he did sympathize with the land-hungry citizens who desperately wanted to take over lands held by the Indians. Jackson thought that the reasonable answer was to require the Native Americans to leave their homeland and head towards west of the Mississippi. He signed the Indian Removal Act in 1830, which forced a resettlement of many thousand Native Americans. In 1831 the Cherokees challenged Georgia in the courts, but the Supreme Court ruled in this case (Cherokee Nation vs. Georgia) that the Cherokee’s where not a foreign nation and couldn’t sue in a federal court. In a second case, Worcester vs. Georgia (1832), the Supreme Court ruled that the laws of Georgia had no force within the boundaries of the Cherokee territory. In a dispute between state’s rights and federal courts, Jackson sided with the states. He said, â€Å"John Marshall has made his decision, now let him enforce it. † In a statement by Edward Everett, he said, â€Å"The Indians, as was natural, looked to the United States for protection. They came first to the President, deeming, and rightly, that it was his duty to afford them this protection. They knew he had but one constitutional duty to perform toward the treaties and laws – the duty of executing them. He informed them that he had no power, in his view of the rights of the States; prevent their extending their laws over the Indians. This shows that he upheld the principle of the federal supremacy because he abided. Many presidents that have served in the U. S. have had criticisms against them because of the actions they have performed, Jackson being one of them. The validity of the criticism against Jackson varies with the issues regarding the re-charter of the bank, the nullification crisis and the removal of the Native Americans. His presidency chan ged the way that we look at presidents today.

Physics for Future Presidents Writing Assignment Essay

Physics for Future Presidents Writing Assignment - Essay Example technological advancements and the improved knowledge in scientific fields, the deductions and conclusions made by scientists have proven to be accurate and even in some instanced averted disasters in the recent past. Therefore, for future heads of state to prevent future disasters from affecting the inhabitants of their respective countries, they ought to turn to scientists for counsel regarding certain issues of national security. It is necessary for them to display some level of scientific consciousness and edge themselves with qualified advice-givers to be able to make more profound long term decisions (Muller, 2010). Environmental consciousness and strategic prowess in decision making would be very vital tools in determining the success of our future leaders in safeguarding the planet. The comprehension and understanding of science, acts like a compass to our frontrunners directing them to making the most appropriate decisions. There exists pandemonium all over the globe and the urgent matters resulting to all the confusion, ought to be looked into by our leaders and appropriate decisions be made on how to tackle these matters. The comprehension and understanding of science by our prime ministers and presidents is most vital due to the environmental disasters that are looming, due to the way human being are continuously destroying and polluting the environment. Radicals have made it their goal in life to use the obliviousness of the ignorant leaders as a weapon against them. Resulting to individuals living in constant fear, these radials involve themselves in acts of terrorism. They are using ungrounded justifications as explanations to fulfill their own selfish desires. It is up to our future leaders to put under control such delicate issues without resulting to additional collateral damage. The utmost danger is that of extremists acquiring nuclear armaments and weaponries. Deterrence from these catastrophes is beneficial to each and every one of us.

Are U.S. CEOs overpaid Research Paper Example | Topics and Well Written Essays - 2000 words

Are U.S. CEOs overpaid - Research Paper Example Even if they did not occupy such positions, people with a firm educational background and effective leadership skills should be paid much more than the rest of the population. The public’s outcry is not entirely misguided; nonetheless, there are facts supporting the high earnings entitled to the CEOs and it remains unclear whether capping CEO salaries will contribute to business success. This paper explores whether US CEOs are overpaid. Statistics According to Kaplan, US CEOs are arguably overpaid (6). According to Walsh, some of the potential triggers of the ‘excessive’ salaries of CEOs include; too much influence, negligent boards of directors, weak compensation consultants, and formulation of salary scales through stock options among others (73). According to Kay and Van Putten, in 1970, the average Chief Executive Officer earned about $700,000 (189). The amount was 25 times the earning of an average production employee. Three decades later, CEO salaries had ri sen to almost $2.2 million, 90 times more than the salary of an average worker (Kay, and Van Putten, 190). Kaplan argues that with an increase in the value of stocks and other allowance, the average CEO currently earns between 250-500 times the average employee’s salaries (7). ... Any employee in the technology industry is aware this average salary would hardly hire a well-educated administrative staff in technology-intensive sectors in the United States. According to Thomas and Hill, current CEOs serve shorter terms compared to CEOs of the late twentieth century, hence the sharp rise in the earnings (19). The high rise in CEO salaries may be attributed to the fact that the officers are uncertain about what would happen next. Capitalism seems to have entered the corporate sector to the level that CEO may see it better to earn as much as they can when in such positions (Kay, and Van Putten 191). According to Walsh, today’s CEOs are virtually carrying out the same duties as their predecessors who earned a much less, but this is not the case with line workers (75). Whereas, the salary gap between a top executive and the average employee calls for a review of the rules to narrow it, Kaplan argues that rectifying the discrepancy may not be achieved (6). Owin g to the fact that CEO salaries top the list of salary scales in most organizations, theirs tend to be fodder to the media. Less widely covered is the substantial salary disparity between employees and junior executive remunerations. It differs by sector, but in most firms, the salary discrepancy becomes clear at the immediate CEO subordinates. At this point the analysts move into a lower pay level, but significant disparities in salary still subsist between a senior executive and a CEO (Kay, and Van Putten 122-127). Relating the average worker pay to CEOs For easier understanding of the salary scale of the average employee in the US, it would be appropriate to analyze all aspects of their salary; wage, shift gap,

The resistance of the wire will be measured Essay Example for Free

The resistance of the wire will be measured Essay There were 3 types accuracy equipment we used:   Ruler which was accurate to + or 1mm   Ammeter which was accurate to + or 0. 01 amps Voltmeter which was accurate to + or 0. 01 volts To make sure our results were fair we did each result 3 times, worked out a resistance and then worked out the final resistance. Making it Fair We did certain things to keep the investigation fair:   We used the same lengths of wire each time. We used the same current each time.   We used the same material each time. Safety To make our investigation as safe as possible, we tried work in a safe and tidy environment which was not overcrowded. We also worked with less than 1 amp because it might overheat and there would be a danger of burning. We switched off the power when we were changing the wires to avoid getting burned. We did not cut the wire from the reel to avoid getting cut. Results We have tested constantan in this investigation. Material Length of wire (cm) Current A B C Voltage A B C Resistance A B C Average 24 swg Material Length of wire (cm) Current A B C Voltage A B C Resistance A B C Average 26 swg 7 Material Length of wire (cm) Current A B C Voltage A B C Resistance A B C Average 28 swg Material Length of wire (cm) Current A B C Voltage A B C Resistance A B C Average   Material Length of wire (cm) Current A B C Voltage A B C Resistance A B C Average   Conclusion The results in all the tables show that the resistance increases each time the length of the wire is increased, as shown in all of the tables above. The length of the wire affects the resistance of the wire because the number of atoms in the wire increases as the length of the wire increases. The resistance of a wire depends on the number of collisions the electrons have with the atoms of the material, so if there is a larger number of atoms there will be a larger number of collisions, which will increase the resistance of the wire. Evaluation After doing this experiment, I have come up with a reliable set of results. Even though I have achieved a good set of results there are obviously going to be errors, which I have made that could affect the investigation. The errors that I came across were, the wire was very hard to get straight and had bends, the voltmeter was only accurate to two decimal places so the voltage was flickering which made it hard to tell what the exact number was. To make my accuracy better we could have done more than ten lengths, done each result more than three times, used ammeter and voltmeter sensor. We could also have used different cross sectional areas or use different materials. I think my graph was good to look at but there are still one or two anomalous results which could have been caused by accuracy measuring instruments which we could have improved. To support my conclusion I could do some extra work like testing more materials to see what other materials it would work with. We could test more length to see if the graph will rise in proportion or will there be a point where the graph will bend and the resistance will not go any higher. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section.

Courtship Vs. Dating Essays -- essays research papers

Courtship - the act of wooing Woo - to ask in marriage; to court, to solicit eagerly; to seek to gain. You ask, â€Å"What in the world is Courtship?† Let me start by saying it is our country’s dating problem solution. Not too long ago, Christian parents along with their youth had realized the need to re-map the route to fruitful, God-ordained marriages. The result has been a push particularly among homeschoolers, to return to the more biblical principals of courtship. Simply defined, courtship is a reformed version of dating under the supervision of parents between a man and a woman who are ready to marry in the near future. In consumer terms, contemporary dating is the equivalent to window-shopping and courtship is shopping w/ cash in hand under the direction of experienced buyers. The te...

The Drive to Destroy Enlightenment Values

The history of wars and revolution is flooded with personalities with almost mythical qualities. The heroes of wars and revolutions declared new social orders based on the principles of justice and public service. These individuals, after their assumption to power and material wealth, declared the supremacy of their respective cultures. In history, this happened many times, as in the case of the Athenian and Roman Empires, the Napoleonic Era, the Holy Roman Empire, and many others. Yet, out of these wars and revolutions, ideologies developed. These ideologies usually offered alternative ways of life, that is, new philosophies for managing civilizations.However, some ideologies became the background for advancing rationalism and progress. Out of revolutions at the latter part of the 18th century, a general atmosphere of Enlightenment clouded the countries of Europe. This ideology declared the innate greatness of man, his love for liberalism, and his drive towards order and self-regula tion. The Enlightenment proposed the idea that man, given his limitations and tendencies to innovate, can achieve freedom by imputing liberal values both in the state and the society. This can be done in two ways. An individual, in association with other individuals can establish a government that promotes liberal ideas. If the state is unresponsive to the waves of liberalism or obstructs its growth, then the only answer is revolution. Here, the term â€Å"revolution† acquires a positive character.Although the new ideology was borne out of the French Revolution, it was eventually accepted by European monarchs as an alternative way of dealing with their liberal subjects. They saw the Enlightenment as vital to the survival of European civilization and advancement of science and technology. A civilized way of life can only be maintained so long as the â€Å"spirit of times† matches the needs of the populations. As one will see later, the values advanced by the Enlightenme nt were threatened by the wars and revolutions of the 20th century.Sigmund Freud’s Civilization and its DiscontentsAccording to Freud, the foundation of civilization can be traced to the conflict between sexual need and social mores. The former is the source of mankind’s libidinal energy; expressed in love and satisfaction. The latter is the source of dissatisfaction, frustration, and ultimately aggression. Harmony can only be achieved when an individual learned to control his violent impulses.Here, Sigmund Freud made the following assertions about the nature of man and civilization. Some of his assertions are as follows:1) Destructive forces or its source are exhibited in all individuals. Thus, man by nature, is an anti-social and anti-cultural. â€Å"Men are not gentle, friendly creatures wishing for love, who simply defend themselves if they are attacked, but that a powerful measure of desire for aggression has to be reckoned as part of their instinctual endowmentà ¢â‚¬  (Freud:1930/1989:51).2)Because of the anti-social nature of man, he finds difficulty in keeping promises;3)And, aggression is seen as an original self-subsisting instinctual disposition in man: â€Å"the greatest impediment to civilization† (Freud, 1930/1989:58).Because Freud saw man as anti-social and anti-cultural, he assumed that civilization was the product of struggle between the libidinal instinct and social mechanisms for controlling behavior. In history, according to him, some individuals were able to subdue their â€Å"feeling of obedience to social mores† to aggression. Genghis Khan, Emperor Neo, Attila the Hun, and many others were revealed as savage beasts to whom â€Å"the thought of sparing their own kind as alien† (Freud, 1930/1989:54).Freud saw aggression then as the real threat to civilization, all the more that aggression is present in all individuals. The society then is forced to use violent means to curb the threat; a form of violent reprisal of a violent tendency. Every institution in the society are called to reinforce the values of humanity, or more specifically of civilization (the values of liberalism and rationalism). This struggle between the two tendencies only increases the propensity of a bloody end. The values of civilization to which societies were built would be compromised to suit the demands of the â€Å"outlaw.†Here, Freud made his remarks about the struggle.â€Å"Civilization expects to prevent the worst atrocities of brutal violence by taking upon itself the right to employ violence against criminals, but the law is not able to lay hands on the more discreet and subtle forms in which human aggressions are ex- pressed.The time comes when every one of us has to abandon the illusory anticipations with which in our youth we regarded our fellow-men, and when we realize how much hardship and suffering we have been caused in life through their ill-will. It would be unfair, however, to reproach culture with trying to eliminate all disputes and competition from human concerns. These things are undoubtedly indispensable; but opposition is not necessarily enmity, only it may be misused to make an opening for it† (Freud, 1930/1989:61).Conrad’s Heart of DarknessHeart of Darkness is a literary piece showing the conflict between two civilizations or more accurately two competing ideologies. The struggle between these two ideologies results to bloodshed and animosity among men; a sort of social anomie Durkheim referred to as the deterioration of social norms.In Chapter III of the book, Conrad showed that men are induced to violence when demands and priorities conflict. The main character of the story, Kurtz, found his way in conflict with the natives and the ship’s manager over the value of the ivory tusks.â€Å"The manager enters the cabin to speak with Kurtz, and Marlow withdraws to the steamer’s deck. From here he sees two natives standing near the river with impressive headdresses and spears, and a beautiful native woman draped in ornaments pacing gracefully along the shore. She stops and stares out at the steamer for a while and then moves away into the forest. Marlow notes that she must be wearing several elephant tusks’ worth of ornaments.The Russian implies that she is Kurtz’s mistress, and states that she has caused him trouble through her influence over Kurtz. He adds that he would have tried to shoot her if she had tried to come aboard. The trader’s comments are interrupted by the sound of Kurtz yelling at the manager inside the cabin. Kurtz accuses the men of coming for the ivory rather than to help him, and he threatens the manager for interfering with his plans† (Conrad, 1971:27).Other Europeans though were eager to compete against Kurtz in acquiring ivory tusks from the natives. Thus, Marlow (a character in the story) and a Russian trader ended up aligning with Kurtz against their competi tors.Philosophically speaking, the story presented the staggering change of heart of Marlow. Instead of presenting himself as a man of humility, he was forced to redefine his values (Enlightenment values). He suddenly became obsessed of acquiring more and more wealth. He loathed the Africans for their irrationality and savagery. He accused the Europeans of exploiting the natives while he himself indulged in every form of luxury. In the end, he became violent and indignant to the basic principles of civilization; the same thing Sigmund Freud said (although the manner Freud assumed it was academic).Thadeus Borowitz’ This Way for the Gas Ladies and GentlemanBorowitz thesis can be summed up as follows: violence can be magnified using fear as the catalyst (Borowitz, 1976). In this book, the author portrayed the brutal murder of the Jews during the Second World War, specifically during Hitler’s Final Solution to the Jewish Question.Fear erased all the hopes of survival for t he Jews. Death was the only way to surrender one’s claim to this world; the only way to escape further punishment and suffering. The Author emphasized the following as the outmost determinants of fear and its intended consequences:1)Fear raised the morale of the aggressor. The Nazis believed that the Jewish race was a perversion in the world; a race induced in violence and cultural disintegration.2)Thus, the only way to exterminate a violent race was to match it with greater violence.3)Survival is only a temporary stage of bliss. Memories of loved ones who perished in the gas chambers will soon follow suit. â€Å"Millions of other citizens were killed for no reason at all except for the fact that they were Jewish. To survive a life full of sick competiveness, never-ending fear, and the loss of loved ones is a huge accomplishment.†SummaryFreud, Conrad, and Borowitz are basically examining the basic urge in man: violence. Violence can destroy values which have been cheri shed since the birth of a powerful ideology. Only the methods of telling the message differed. Freud approach was academic, that of Conrad literary, that of Borowitz historical.ReferencesBorowitz, Thadeus. 1976. This Way for the Gas Ladies and Gentleman. New York: Penguin Books.Conrad, Joseph. 1971. Heart of Darkness. Cambridge: Cambridge University Press.Freud, Sigmund. 1930/1989. Civilization and Its Discontents. W. Norton & Company; Reissue edition. The Drive to Destroy Enlightenment Values The history of wars and revolution is flooded with personalities with almost mythical qualities. The heroes of wars and revolutions declared new social orders based on the principles of justice and public service. These individuals, after their assumption to power and material wealth, declared the supremacy of their respective cultures. In history, this happened many times, as in the case of the Athenian and Roman Empires, the Napoleonic Era, the Holy Roman Empire, and many others. Yet, out of these wars and revolutions, ideologies developed. These ideologies usually offered alternative ways of life, that is, new philosophies for managing civilizations.However, some ideologies became the background for advancing rationalism and progress. Out of revolutions at the latter part of the 18th century, a general atmosphere of Enlightenment clouded the countries of Europe. This ideology declared the innate greatness of man, his love for liberalism, and his drive towards order and self-regula tion. The Enlightenment proposed the idea that man, given his limitations and tendencies to innovate, can achieve freedom by imputing liberal values both in the state and the society. This can be done in two ways. An individual, in association with other individuals can establish a government that promotes liberal ideas. If the state is unresponsive to the waves of liberalism or obstructs its growth, then the only answer is revolution. Here, the term â€Å"revolution† acquires a positive character.Although the new ideology was borne out of the French Revolution, it was eventually accepted by European monarchs as an alternative way of dealing with their liberal subjects. They saw the Enlightenment as vital to the survival of European civilization and advancement of science and technology. A civilized way of life can only be maintained so long as the â€Å"spirit of times† matches the needs of the populations. As one will see later, the values advanced by the Enlightenme nt were threatened by the wars and revolutions of the 20th century.Sigmund Freud’s Civilization and its DiscontentsAccording to Freud, the foundation of civilization can be traced to the conflict between sexual need and social mores. The former is the source of mankind’s libidinal energy; expressed in love and satisfaction. The latter is the source of dissatisfaction, frustration, and ultimately aggression. Harmony can only be achieved when an individual learned to control his violent impulses.Here, Sigmund Freud made the following assertions about the nature of man and civilization. Some of his assertions are as follows.Destructive forces or its source are exhibited in all individuals. Thus, man by nature, is an anti-social and anti-cultural. â€Å"Men are not gentle, friendly creatures wishing for love, who simply defend themselves if they are attacked, but that a powerful measure of desire for aggression has to be reckoned as part of their instinctual endowmentâ₠¬  (Freud:1930/1989:51).Because of the anti-social nature of man, he finds difficulty in keeping promises;And, aggression is seen as an original self-subsisting instinctual disposition in man: â€Å"the greatest impediment to civilization† (Freud, 1930/1989:58).Because Freud saw man as anti-social and anti-cultural, he assumed that civilization was the product of struggle between the libidinal instinct and social mechanisms for controlling behavior. In history, according to him, some individuals were able to subdue their â€Å"feeling of obedience to social mores† to aggression. Genghis Khan, Emperor Neo, Attila the Hun, and many others were revealed as savage beasts to whom â€Å"the thought of sparing their own kind as alien† (Freud, 1930/1989:54).Freud saw aggression then as the real threat to civilization, all the more that aggression is present in all individuals. The society then is forced to use violent means to curb the threat; a form of violent reprisa l of a violent tendency. Every institution in the society are called to reinforce the values of humanity, or more specifically of civilization (the values of liberalism and rationalism). This struggle between the two tendencies only increases the propensity of a bloody end. The values of civilization to which societies were built would be compromised to suit the demands of the â€Å"outlaw.†Here, Freud made his remarks about the struggle.â€Å"Civilization expects to prevent the worst atrocities of brutal violence by taking upon itself the right to employ violence against criminals, but the law is not able to lay hands on the more discreet and subtle forms in which human aggressions are ex- pressed. The time comes when every one of us has to abandon the illusory anticipations with which in our youth we regarded our fellow-men, and when we realize how much hardship and suffering we have been caused in life through their ill-will. It would be unfair, however, to reproach cultu re with trying to eliminate all disputes and competition from human concerns. These things are undoubtedly indispensable; but opposition is not necessarily enmity, only it may be misused to make an opening for it† (Freud, 1930/1989:61).Conrad’s Heart of DarknessHeart of Darkness is a literary piece showing the conflict between two civilizations or more accurately two competing ideologies. The struggle between these two ideologies results to bloodshed and animosity among men; a sort of social anomie Durkheim referred to as the deterioration of social norms.In Chapter III of the book, Conrad showed that men are induced to violence when demands and priorities conflict. The main character of the story, Kurtz, found his way in conflict with the natives and the ship’s manager over the value of the ivory tusks.â€Å"The manager enters the cabin to speak with Kurtz, and Marlow withdraws to the steamer’s deck. From here he sees two natives standing near the river with impressive headdresses and spears, and a beautiful native woman draped in ornaments pacing gracefully along the shore. She stops and stares out at the steamer for a while and then moves away into the forest. Marlow notes that she must be wearing several elephant tusks’ worth of ornaments. The Russian implies that she is Kurtz’s mistress, and states that she has caused him trouble through her influence over Kurtz. He adds that he would have tried to shoot her if she had tried to come aboard. The trader’s comments are interrupted by the sound of Kurtz yelling at the manager inside the cabin. Kurtz accuses the men of coming for the ivory rather than to help him, and he threatens the manager for interfering with his plans† (Conrad, 1971:27).Other Europeans though were eager to compete against Kurtz in acquiring ivory tusks from the natives. Thus, Marlow (a character in the story) and a Russian trader ended up aligning with Kurtz against their competitors. Philosophically speaking, the story presented the staggering change of heart of Marlow. Instead of presenting himself as a man of humility, he was forced to redefine his values (Enlightenment values). He suddenly became obsessed of acquiring more and more wealth. He loathed the Africans for their irrationality and savagery. He accused the Europeans of exploiting the natives while he himself indulged in every form of luxury. In the end, he became violent and indignant to the basic principles of civilization; the same thing Sigmund Freud said (although the manner Freud assumed it was academic).Thadeus Borowitz’ This Way for the Gas Ladies and GentlemanBorowitz thesis can be summed up as follows: violence can be magnified using fear as the catalyst (Borowitz, 1976). In this book, the author portrayed the brutal murder of the Jews during the Second World War, specifically during Hitler’s Final Solution to the Jewish Question.Fear erased all the hopes of survival for the Je ws. Death was the only way to surrender one’s claim to this world; the only way to escape further punishment and suffering. The Author emphasized the following as the outmost determinants of fear and its intended consequences:Fear raised the morale of the aggressor. The Nazis believed that the Jewish race was a perversion in the world; a race induced in violence and cultural disintegration. Thus, the only way to exterminate a violent race was to match it with greater violence. Survival is only a temporary stage of bliss. Memories of loved ones who perished in the gas chambers will soon follow suit. â€Å"Millions of other citizens were killed for no reason at all except for the fact that they were Jewish. To survive a life full of sick competiveness, never-ending fear, and the loss of loved ones is a huge accomplishment.† SummaryFreud, Conrad, and Borowitz are basically examining the basic urge in man: violence. Violence can destroy values which have been cherished sin ce the birth of a powerful ideology. Only the methods of telling the message differed. Freud approach was academic, that of Conrad literary, that of Borowitz historical.ReferencesBorowitz, Thadeus. 1976. This Way for the Gas Ladies and Gentleman. New York: Penguin Books.Conrad, Joseph. 1971. Heart of Darkness. Cambridge: Cambridge University Press.Freud, Sigmund. 1930/1989. Civilization and Its Discontents. W. Norton & Company; Reissue edition.

Corporate University in China Essay

The concept of corporate university (CU) in China is a recent phenomenon although it existed more than eight decades in the western world. Literature reviews indicate that CU is an independent professional-managed entity proactively providing learning intervention in the workplace. With the ownership of the corporation, CU embedded culture and optimized learning through commitment to strategic intent in order to meet organizational objectives. The concept of â€Å"training† has to be redefined. The major key role of CU is to facilitate both individuals and organization to become â€Å"efficient learner† in order to maintain competitiveness in the ever-changing of business environment. Since the start of economic reform in 1978, the Chinese economy has enjoyed a dramatic growth. In 2002 alone, China attracted over US$52.7 billion in foreign direct investment (FDI), surpassing the US. The drastic economic growth and the fundamental structural change in China as a result of government policies, globalization and technological advances will continue to drive the demand for training and competency development. Both local and foreign-invested corporations seek the CU concept as the strategic solution. There are many reasons for corporations establish CU; however, the primary one is to facilitate corporate objectives and support business strategies. Studies on HRM suggest different models vary across different countries. A direct copy from western model might cause ineffective and inefficient. A comprehensive understanding on the CU meaning, how it operates, and its roles are important. In addition, consideration of local elements is necessary in adopting CU in China. Major Chinese characteristics with current corporate situation and issues should be identified. Evidences support that the Chinese contextual variables and their CU motives impact the strategies and development of CU in China. Adapted from Prince & Beaver’s conceptual CU Wheel model, a priori China CU framework encompassed the unique characteristics of China is formulated in an attempt to describe the key functions that an â€Å"ideal† type of CU in China should perform. Based on the theoretical assumptions, the four core subsystems include learning and teaching process, networks and partnership, accreditation system, and marketing process constitute the main elements of the CU process. They work collaboratively with the common goal of supporting business goals and strategies. The two cultural elements, â€Å"guanxi† and â€Å"mianzi†, work as catalyst or lubricator to enhance the effectiveness and coordination. The priori CU framework brings new insight to the CU development in China. Research is performed to test the relevance of this framework across the three major forms of ownership. To achieve the research objectives, an exploratory and descriptive approach is used. This study adopts a qualitative case-methodology based on the in-depth interviews, previously collected data through questionnaires and documentary analysis. The three study cases include: 1. Taikang Business University (TBU) – a joint-venture enterprise with foreign investment; 2. Motorola University, China (MUC) – a wholly foreign-owned multi-national corporation (MNC); 3. X Academy, a state-owned enterprise (SOE) To delimit the study, each case covers background information, its objectives and roles, core portfolio, and the relevance of the priori framework. Challenges and issues of each case organization are addressed as well. A cross-case analysis of the three case organizations is used to identify the similarities and differences. The diffusion of CU practices varies with the investment form and the foreign equity stake. The study provides evident that both the MNC and joint venture case organizations with foreign investment are more mature in their CU process. The integration and coordination of the four core processes that constitute the priori CU framework are strongly evident. A hybrid model of CU practices is adopted with the convergence of practices from the parent country operation and the divergence of practices for the China context. On the other hand, the CU development of the SOE case is less developed. It can be explained that most of SOEs in China lack western management know-how and resources. Some CU sub-processes or practices of the priori CU framework are either missing or too weak in the SOE case. It has been facing problems at the CU evolution. Misconception on training, lack of support from upper management, lack of CU understanding, unable to demonstrate the CU value, ineffective learning process, and the cultural gap are the major issues and challenges for CUs in China. Improvements have to be made before CU can really take off in organizations in China. Recommendations with reference to the priori CU framework are made. Additional comments on CU strategies are given for local enterprises and the foreign-invested organization. It is evident that some CUs such as Motorola University China (MUC) perform a range of strategic functions in China. Among all, it can be summarized into two major categories: developing people and developing business. Although developing people is the most common motive for the CU establishment, the CU strategic orientation towards market-driven and profit-driven is more evident and justifiable to most Chinese enterprises. The CU strategies and practices are highly influenced by the political, economic and cultural characteristics of China. It would be difficult to apply a single CU model to all CU phenomena. Despite the limitation, the priori CU framework can still be used as a tool to describe the current situation in the CU scene in China. It encompasses the unique characteristics of China CU, capable of providing the direction to the CU operations and practices. This research raises a number of issues upon which subsequent research efforts can be expended as follow: 1. Besides the forms of ownership, other company variables such as the industry types, leadership style, corporation sizes, and corporate culture might affect the CU development and practices. Further, the CU strategies and practices are highly influenced by the political, economic and cultural characteristics of China. To what extent these contextual variables influence the CU adoption in China? 2. The major motive for local enterprises to establish CU is to drive corporate-wide initiative, reinforcing and perpetuating behavior towards internationalization. So how do the local corporations, particularly state-owned enterprise, change their traditional view to more global perspective in order to run a successful CU? 3. Different foreign-invested corporations adopt different local strategy. Some focus on globalizing the China operation whilst others prefer to adopt a complete localization approach. Does the local strategy adopted by the foreign-invested corporation affect the CU strategy and development? 4. The dynamic business environment in China creates a constant change phenomenon in corporate strategies. How does CU support the changing corporate strategies and maintain its agility? How does CU demonstrate its value in China? With a large population, fast and rapid growing economy and constant improvement of its people’s living standard, corporations in China enjoy tremendous market potentials. CU definitely has an important role in China. However, a successful CU requires continuously learning and self-reflective. The evolution of CU involves ongoing values, trust, respect, commitment, integrity and enthusiasm. The priori CU framework, to a certain extent, can be used as a tool to explain the current situation in the CU scene in China. With more understanding on the CU practices and development in China, it will benefit both organization decision makers and educational providers to evaluate their responses to what is clearly a growing phenomenon.

What forms of criticisms have essays

What forms of criticisms have essays What forms of criticisms have been given to the process known as globalisation? In 1972 George Modelski used the term globalisation to refer explicitly to European-led expansion to gain control over other communities in the world and integrate these into one global trading system . Although the term globalisation was not coined until the late twentieth century, the concept of a globalised intra-trading market is certainly not new. Bernard Waites contends that the process of Europeanisation (the spread of the European economic and social culture) began in the 1630s when the Dutch contested Iberian supremacy in the Caribbean and South Africa during their renewed struggle against the Habsburgs . For almost two centuries the European colonisation of lands on the African, American, and Asian continents was ideologically uncontested. Globalisation is all encompassing; from a village in India to an island in the Caribbean, its forces affect us all and its beat can sometimes be never ending . To make the large ideological construct of globalisation more tractable Modelski has identified the four main tenets of the globalising process: 3) Democratisation, or the creation of a global community; 4) The emergence of global political institutions. This essay will examine the various contemporary criticisms of globalisation under the Modelski categorizations. I start by analyzing some of the criticisms levied on the globalising effect of the capitalist economy. I will then examine the role mass media conglomerates play in shaping world opinion and creating a global community, finally I will appraise some of the pro and con arguments regarding the emergence of global political institutions. Throughout the seventeenth, eighteenth and nineteenth centuries many of the power nations in the worlds economy oper...

Diets Essay Example | Topics and Well Written Essays - 250 words

Diets - Essay Example People with diseases such as diabetes need to refrain from eating a lot of carbohydrates. Rather, they should eat more whole grain, eat more poultry and fish and not red meat as well as reduce the amount of sugar they take in their body. They should refrain from eating or drinking food or drinks containing high levels of sodium (Chatham, 2012). Discuss Domino Effect (this is what I call this – this term is not in the text). How will not taking any measures versus taking action discussed for those items you discuss affect your health in the long term. Eating of fatty foods, less fruits and vegetables as well as increased amount of carbohydrates and sugar will lead to an increase in the calories in the body. It will also change the insulin and glucose level in the body leading to diabetes. This unhealthy eating and diet combined with the lack of exercise with increase fat in the blood vessels preventing the heart from pumping blood and this leads to cardiovascular diseases hence causing short life time. The domino effects comes in where the unhealthy eating habits and lack of exercise cause the body not to function properly and the systems of the body like the cardiovascular system start crashing. If however the diet mentioned above is maintained combined with regular exercises, then long life is bound to be

What was the Multi-Fibre Agreement China and the Multi-Fibre Agreement Essay

What was the Multi-Fibre Agreement China and the Multi-Fibre Agreement - Essay Example In 1962, a Long Term Agreement (LTA) regarding international trade in cotton textiles was signed. It replaced the one-year Short Term Agreement that existed at the time. LTA underwent several renewals and was subsequently replaced by the Multi-Fibre Agreement (MFA) in 1974, which was expanded to cover exports of synthetic fibres and woolen products, besides cotton. MFA came into force to allocate export quotas to the low cost developing countries, limiting the amount of imports to countries whose domestic industries were facing serious challenge from rapidly increasing imports. It sought to expand trade, reduce barriers to trade and progressively liberalise world trade. The MFA regime existed for 25 years, until 1994 when the Uruguay Round of Multilateral Trade Negotiations resulted in the Agreement on Textiles and Clothing (ATC). The ATC sought to phase out all quota restrictions in four phases spread over a period of 10 years. The first three partial phase-outs were in January 1995, January 1998 and January 2002. The final one is due on January 01, 2005. This came into force along with the WTO framework for multilateral trade in 1995: stipulated that the quota system for textile exports and imports under the Multi-Fibres Agreement (MFA) was finally phased out on January 1, 2005. More specifically, in terms of the agreement, the transition period, which began in 1995, would be operative for ten years and, by the end of that time, all textiles and apparel articles will have to be brought under the GATT discipline, subject to the same rules, as are the products of other sectors. China and the Multi-Fibre Agreement: - China was a participant country of the MFA, the implications of the end of the MFA regime on world trade generally in textiles and apparel, also the projected impact on the Chinese textile and apparel industry. To set the perspective, the MFA was negotiated under GATT 1947 and was functional from 1974 to 1994. In the eyes of the USITC, the agreement was intended to deal with domestic market disruption in importing countries: that is, developed economies - while allowing the exporting, or developing, nations to expand their textile and apparel trade as much as possible. This was achieved by the MFA through the instrument of negotiating bilateral agreements on export quotas. Cotton fibre is considered as an agricultural product and therefore covered by the WTO agreement on agriculture. All other cotton-based products, such as yarn, weaves and other textile products were subject, until January 2005 to the Multi-fibres Agreement. That agreement which came into force in 1974 was intended to protect the textile industries of developed countries from the growing exports of developing countries by way of a system of quotas. The European Union's Cotton Textile Policy: - The EU cotton regime was put in place in 1981 when Greece joined the European Economic Community. The accession of Spain and Portugal in 1986 enlarged the number of countries covered by the WTO agreement on cotton. Aid was paid to cotton ginners on condition that cotton producers benefited from a minimum price per tone of cottonseeds. This system made it possible to protect producers from variations in world prices while enabling companies to sell cotton fiber at the international price. The aid per tone of cottonseeds was equal to the difference between the guide price (fixed every year) and the world market price. The payment of aid was limited to a maximum guaranteed quantity (MGQ) set annually. From 1987, a guide price cut-off system was introduced to protect growers from the risk of very big falls in the minimum price. The original cut-off was 15% but